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Recruiters seem to have found a savior in automation. According to industry statistics from Ideal, a whopping 96% of them agree that AI greatly enhances the success of talent acquisition and retention. And a staggering 100% believe that high-volume tasks such as sourcing, screening and matching can be automated without worry.

Here are 6 workflows to automate to speed up your HR pipeline and start hiring great people faster.

1. Passive Candidate Engagement

Automating recruitment has the immediate benefit of allowing you to see and analyze results in real time. So if an increasing number of overqualified or underqualified candidates are applying to a role, you can quickly tweak your job description for better results.

Powering your recruitment campaigns with algorithms and advanced data science gives you insights to place job notices where they’re most likely to be seen by relevant applicants. Data on current tenure or future promotion prospects makes it easier to identify candidates who’ll be more receptive and engaged.

2. Internal Candidate Recommendations

Performance Management is a resource-intensive HR process. Tracking, measuring and analyzing every employee’s output means little if you stick with a paper appraisal that’s highly susceptible to human bias or error. Automating this process keeps the output objective and ensures that only decisions that truly benefit the company are made.

There’s yet another profound benefit to be realized here. With detailed information on every employee handed to you on a silver platter, discovering ideal candidates for current open roles from within the company becomes a cakewalk!

3. Interview Scheduling

Recruiters know how tedious and chaotic interview scheduling can be. At times, it’s the epitome of a logistics nightmare. The best candidates are usually employed and have dynamic schedules, and something as seemingly minute as a delayed reply to an email can leave a bad impression.

Hiring is a round-the-clock process that no company can ignore. Automation helps recruiters coordinate with interviewers and candidates alike to set up phone screens and on-sites in record time, and with a drastically lower risk of error. Especially when a high volume of candidates and multiple positions are involved.

4. Candidate Experience Surveys

As we encounter one technological breakthrough after another, niche talent becomes ever scarcer. Candidates have more power than ever before, making it crucial to tap into their desires. Genuine feedback can help, especially for large enterprises that struggle to onboard candidates right after their interviews.

Ask candidates in your pipeline why they want to join your organization. Ask candidates who’ve exited it what they thought of their interviewing experience. Automate the process and you’ll discover things about your approach to hiring that will shape your future talent acquisition success.

5. Employee Surveys

If it makes sense to ask candidates for feedback, it makes even more to ask new hires and tenured employees what they like and dislike about their jobs. These surveys can really highlight a lot that HR teams might not (or choose not to) realize about their workplaces.

Maybe your work culture isn’t what it claims to be. Maybe there’s unrest among your teams about a new policy no one was consulted on. Whatever the case, employee surveys can identify problems and handle them at the source before they fester.

6. HR Admin

Much of the time, HR teams can become hyper-focused on documentation: timecards, benefits, insurance claims, processes, policies, forms, manuals, announcements. The list is seemingly infinite and can eat up as much as 73% of a HR practitioner’s time, per USC’s Center for Effective Organizations.

It’s easy to see why optimization on the HR front makes a significant impact on every aspect of the business, from improving attrition rates in an increasingly competitive work environment to creating a culture of transparency that walks the walk as much as it talks the talk.